FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W4382811407> ?p ?o ?g. }

• W4382811407 endingPage "e01881" @default.
• W4382811407 startingPage "e01881" @default.
• W4382811407 abstract "Purpose: This research aimed to explain: (1) the role of job satisfaction as a mediator of the effect of organizational justice on job procrastination behavior, and (2) psychological contract breach as a moderator of the effect of organizational justice on job satisfaction and procrastination behavior.. . Theoretical framework:. Procrastination is the behavior of delaying starting work or tasks, or delaying completing a task that does not need to be postponed (Ferrari, 2023). Some people intentionally procrastinate for various subjective reasons, such as laziness or boredom. Delaying work due to this intentional element is often called procrastination (Ferrari, 2023). Most research on factors that influence procrastination behavior focuses more on individual factors; therefore, few include social relationship factors such as organizational justice and psychological contract breach.. Perceived organizational justice is one of the organizational factors that can be investigated from sociology and organizational behavior. Design/methodology/approach: This research was conducted through a survey of 195 education staff civil servants at three state universities in Indonesia. The data analysis used AMOS 17.0 Findings: The results found that organizational justice did not directly affect procrastination behavior but through the mediation of job satisfaction. The psychological contract breach was proven not to moderate the effect of organizational justice on job satisfaction. This research was conducted on education staff with civil servant status in state universities Research, Practical & Social implications: This research implication that an informal-unwritten work contract arrangement through a psychological contract will be effective according to the characteristics of the job and the organization. This study compares the effect of organizational justice on job satisfaction and procrastination behavior in the context of formal and informal contract arrangements. Originality/value: This study was motivated by two research gaps. First, a study on the effect of organizational justice on previous procrastination behavior showed a low R-square of 0.292 (Karimi & Andam, 2016). The resulting very low R-square number indicated that the effect was weak, thus it is necessary to have other variables that mediate or moderate to improve the results. Based on behavioral theory, there is a need for research that examines the role of job satisfaction in mediating the effect of organizational justice on procrastination behavior." @default.
• W4382811407 created "2023-07-02" @default.
• W4382811407 creator A5006252970 @default.
• W4382811407 creator A5011993300 @default.
• W4382811407 creator A5034989262 @default.
• W4382811407 creator A5038740847 @default.
• W4382811407 date "2023-05-12" @default.
• W4382811407 modified "2023-09-23" @default.
• W4382811407 title "Organizational Justice on Employee Procrastination: a Moderated-Mediation Model of Job Satisfaction and Psychological Contract Breach" @default.
• W4382811407 doi "https://doi.org/10.26668/businessreview/2023.v8i5.1881" @default.
• W4382811407 hasPublicationYear "2023" @default.
• W4382811407 type Work @default.
• W4382811407 citedByCount "0" @default.
• W4382811407 crossrefType "journal-article" @default.
• W4382811407 hasAuthorship W4382811407A5006252970 @default.
• W4382811407 hasAuthorship W4382811407A5011993300 @default.
• W4382811407 hasAuthorship W4382811407A5034989262 @default.
• W4382811407 hasAuthorship W4382811407A5038740847 @default.
• W4382811407 hasBestOaLocation W43828114071 @default.
• W4382811407 hasConcept C149055747 @default.
• W4382811407 hasConcept C150706916 @default.
• W4382811407 hasConcept C15744967 @default.
• W4382811407 hasConcept C17163166 @default.
• W4382811407 hasConcept C174954385 @default.
• W4382811407 hasConcept C17744445 @default.
• W4382811407 hasConcept C179420905 @default.
• W4382811407 hasConcept C194279344 @default.
• W4382811407 hasConcept C199539241 @default.
• W4382811407 hasConcept C2718322 @default.
• W4382811407 hasConcept C2779359184 @default.
• W4382811407 hasConcept C39549134 @default.
• W4382811407 hasConcept C77805123 @default.
• W4382811407 hasConcept C83030740 @default.
• W4382811407 hasConceptScore W4382811407C149055747 @default.
• W4382811407 hasConceptScore W4382811407C150706916 @default.
• W4382811407 hasConceptScore W4382811407C15744967 @default.
• W4382811407 hasConceptScore W4382811407C17163166 @default.
• W4382811407 hasConceptScore W4382811407C174954385 @default.
• W4382811407 hasConceptScore W4382811407C17744445 @default.
• W4382811407 hasConceptScore W4382811407C179420905 @default.
• W4382811407 hasConceptScore W4382811407C194279344 @default.
• W4382811407 hasConceptScore W4382811407C199539241 @default.
• W4382811407 hasConceptScore W4382811407C2718322 @default.
• W4382811407 hasConceptScore W4382811407C2779359184 @default.
• W4382811407 hasConceptScore W4382811407C39549134 @default.
• W4382811407 hasConceptScore W4382811407C77805123 @default.
• W4382811407 hasConceptScore W4382811407C83030740 @default.
• W4382811407 hasIssue "5" @default.
• W4382811407 hasLocation W43828114071 @default.
• W4382811407 hasOpenAccess W4382811407 @default.
• W4382811407 hasPrimaryLocation W43828114071 @default.
• W4382811407 hasRelatedWork W1619061341 @default.
• W4382811407 hasRelatedWork W193542377 @default.
• W4382811407 hasRelatedWork W2329494606 @default.
• W4382811407 hasRelatedWork W2341844005 @default.
• W4382811407 hasRelatedWork W2346926524 @default.
• W4382811407 hasRelatedWork W2397305693 @default.
• W4382811407 hasRelatedWork W2766454538 @default.
• W4382811407 hasRelatedWork W2781542102 @default.
• W4382811407 hasRelatedWork W2787462572 @default.
• W4382811407 hasRelatedWork W4293071928 @default.
• W4382811407 hasVolume "8" @default.
• W4382811407 isParatext "false" @default.
• W4382811407 isRetracted "false" @default.
• W4382811407 workType "article" @default.